Professional Identity and Practice

PROFESSIONAL
IDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Examination of key benefits of ongoing professional development for different
stakeholders.................................................................................................................................1
P2. Investigation of professional employer expectations of skills and competencies................2
LO 2.................................................................................................................................................3
P3. Assessment of own abilities, skills and competencies for a specific job role.......................3
P4. Reviewing a range of learning theories and approaches used for personal and professional
development................................................................................................................................4
LO 3.................................................................................................................................................6
P5. Construction of a development plan to enhance the chosen skills and competencies within
specific work context..................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Professional Identity and practice is one of the most appropriate and effective areas of
study and professional practice that is related to an appropriate and effective self assessment,
which is related to the skills, competencies, and professional standards that are required by these
organisations (Woods, Cashin and Stockhausen, 2016). Hence, in this context, the report below
is based on Hilton, which is one of the most prominent hospitality organisations within the
United Kingdom. The assignment covers exploration of the importance of ongoing professional
development and self directed learning. Along with this, the assignment undertakes assessment
of own skills, competencies and other different learning and development approaches. Moreover,
the report also covers, designing a professional development plan within specific work context.
LO 1
P1. Examination of key benefits of ongoing professional development for different stakeholders
Ongoing professional development refers to a constant improvisation and betterment
within the existing competency and capabilities of an organisation and its employees. It is a
necessary concept which is necessary to be evaluated by describing the benefits which it
generates for different stakeholders within an organisation. Hence, in regards to Hilton, the
benefits of ongoing professional development is examined below:
Benefits to Employees: Job Satisfaction: One of the key benefits related to employees in relation to ongoing
professional development is related to job satisfaction. The reason for this is because with
consistent growth and better understanding of work, employees tend to engage
themselves with a positive mindset within the company.
 Opportunities: In relation to this, employees within firms like Hilton get access to several
opportunities in light of consistent improvement in their skills and competencies, which
is a major benefit related to these stakeholders.
Benefits to Employers: Employee Retention: Ongoing professional development tend to make individuals
accustomed to the environment and the workplace in a positive and effective manner.
This contributes towards maintaining a progressive status quo which helps in retaining
employees in an efficient and effective manner.
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 Market Advantage: With this aspect, employees at Hilton work with enhanced
competence and capabilities which helps the firm in enhancing the productivity of the
company, which leads to better outcomes in terms of profitability and revenue and hence,
this contributes in providing the company with an appropriate advantage (Clements and
et. al., 2016).
P2. Investigation of professional employer expectations of skills and competencies
Each employer within the hospitality industry requires individuals with a specific set of
skills and competencies in order to achieve the desired standards of outcomes that are at par with
the expectations. Hilton is one of the biggest hospitality companies within the UK and hence, its
employers would expect a range of different skills from its employees that are related below:
Professional Standards: Ethical Working: One of the most prominent professional standard that is expected form
employees within Hilton is ethical working. They are required to function in a way which
ensures benefit to all the stakeholders of the company, along with strict adherence to the
laws and ethical principles within the organisation.
 Projecting Brand Image: Within a hospitality organisation, it is very crucial and
important to project the brand image of the company in a way, which reflects its
hospitality and attract a range of customers effectively. Thus, this skill is necessary to
always present the brand in an appropriate manner by raising and appeal of the brand
within the market.
Common Skills: Customer Related Skills: There are several customer related skills which are expected by
the employers within the company. Some of these skills are communication,
management, decision making and problem solving. Within a company such as Hilton,
these skills are imperative in terms of ensuring appropriate addressing of the needs of
customers, along with ensuring better provision of services to them.
 Team Leading: The company has a range of opportunities for each of its employee,
which requires the employers to be affiliated with team leading skills. This would allow
them towards leading a range of different individuals who would be working towards
accomplishing the organisational objectives.
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